Talk to anyone in HR and they’ll tell you there’s a single most important thing you must do to retain employees.
Consistency of culture requires a philosophy that pivots with the organization. In workplaces that do, market or economy can change, but foundation won’t.
What’s the secret to saving business continuity during a weather emergency? It comes down to rules about critical elements such as where people will work, who’ll provide information, and what happens when school is cancelled.
People can work extra-long hours between Monday and Friday when they know quitting time is ahead. But when weekends become just another part of an endless tunnel of weekdays, employee burnout becomes inevitable.
It’s easy to define your vibe when you’re a fledgling startup when all of your employees are around the same foosball table. But culture can get away from you when you grow into a national or global success. How can your preserve your culture across the miles?
There’s no question that creativity requires not just the ideas, but the capacity to act on them. And it’s no exaggeration to say that in modern society, that kind of capacity can be in short supply.
A well-crafted dependent-care strategy isn’t a hit-or-miss assemblage; it’s a carefully created puzzle, with the ROI – in avoided absenteeism, engaged parents – as the prize.
Benefits usage isn’t a communication problem; it’s a marketing issue. “It’s easy to forget that marketing benefits is a campaign,” says Dave Shaby, senior vice president of marketing at Bright Horizons. So to get employees to engage, you have to think like you’re running a campaign.
Today’s employees want more from a job than a paycheck and a place to go for eight hours a day. Employers that adopt culture-centric approaches to business become not just coveted workplaces, but also, not coincidentally, financial success stories.
Skills gaps discussions often focus exclusively on the hand-off between retiring Boomers and Millennials. But Gen X has a key role to play, too. It will be Gen X taking the leadership reins from Boomers, becoming the pivotal players who keep organizations afloat. And they’ll need their employer’s help to do it.